Alxemy undertakes a Sky-high payroll project

Alxemy undertakes a Sky-high payroll project

With a vision to strengthen their HR recruitment systems and employee experience, Sky New Zealand engaged ELMO, an HR and payroll solution provider to strengthen their talent acquisition capabilities, remuneration, performance management and succession in addition to refining their financial control systems.

Once the implementation got underway, complexities of the project came to light as the scope expanded, and feedback from the payroll team indicated unanticipated challenges mixing their new HR solution with their current payroll provider, PayGlobal during transition.

Furthermore, the new payroll solution accompanying ELMO HR, brought with it some challenges of its own.

To minimise the risks, they brought Alxemy onboard to support the implementation project and bolster Sky TV’s internal resources, affording them the ability to manage both BAU as well as the implementation project.

Alxemy proved a perfect payroll partner for Sky New Zealand – and continue to be – because they:

  • Have extensive project management skills and expertise industry wide.
  • Have the ability to work through and around the complexities of a large enterprise level system integration project, streamlining HR and payroll processes.
  • Could advocate for Sky New Zealand and develop a new business continuity plan to future-proof Sky’s payroll processes.

The project’s end result? Sky New Zealand now have their HR and payroll systems collaborating seamlessly with one another, and have cemented an ongoing relationship with Alxemy.

A solution that ticks all the boxes

Sky New Zealand has a head count of over 600 people. As a national broadcaster, providing media services countrywide, and employing a range of full time & part time staff and contractors, having a centralised, efficient, and compliant HR and payroll platform in place was a must.

With a robust solution they would be able to attract talent, manage workflows more efficiently and meet the needs of their people, all the while simplifying HR & payroll processes across the board.

Knowing this, Sky New Zealand went out to market to find a solution that met all their requirements. After an in-depth selection process, they chose ELMO as a full end to end solution in HR.

Seeking a trusted hand

As can be the case, with enterprise level system implementation projects, there can be unexpected complexities along the way. These complexities can become amplified and extensive when you add the integration of multiple systems to the scope.

As can be the case, with enterprise level system implementation projects, there can be unexpected complexities along the way. These complexities can become amplified and extensive when you add the integration of multiple systems to the scope.

Alxemy steps in as Sky’s payroll partner

Because of their strong reputation, Sky’s Head of People Operations Property & Safety, Alex Howieson, reached out to the team at Alxemy for payroll support.

Working in tandem with Sky’s Payroll Manager Anu Balasooriya, Alxemy and Sky worked closely with the team, actioning agreement requirements and adjustments in accordance with Sky’s business processes.

Over several months the Alxemy team implemented and executed systematic manual workarounds to address any calculations and processes for which the system did not cater, and worked internally to assist the payroll team with payroll two-days a fortnight.

As part of the project, Alxemy also assisted with delivering:

  • agreement requirements
  • reporting for the finance team
  • streamlining of all payroll processes
  • automation of processes where possible

Alxemy didn’t just sign off on project completion, today they continue to provide payroll support when required.

Future-proofing payroll for Sky

Trust and exceptional service resonated across the project. Sky’s Head of People Operations Property & Safety, Alex Howieson was highly impressed with Alxemy’s professionalism – their service culture an essential key to project success.

“Alxemy went above and beyond the call of duty and superseded our expectations,” says Alex. “Their profound expertise, exceptional organisational qualities continue to serve us beyond implementation. I can’t identify any areas for them to improve upon.”

And the trust and understanding between Sky and Alxemy has expanded beyond individuals to a companywide relationship.

“We now have streamlined processes, a business continuity plan, and Alxemy are helping us two-days every fortnight which means our payroll manager now has the ability and confidence to take time off. We’re in a safe pair of hands.”

Conclusion

Sky New Zealand now benefits from a robust, streamlined, and compliant HR and payroll system, with Alxemy continuing to provide invaluable support. This partnership not only resolved immediate challenges but also equipped Sky with the tools and systems needed for long-term success.

Alxemy partners with Dayforce

Alxemy partners with Dayforce

Alxemy partners with Dayforce to drive Payroll, Workforce Management, and HCM transformation with New Zealand organisations

Auckland, New Zealand, August 17th, 2023 – Alxemy, today announces a strategic partnership with Dayforce, a global human capital management (HCM) technology company. Alxemy will offer Dayforce’s award-winning HCM platform, as well as consultation and implementation services to organisations across New Zealand.

Dayforce offers full-suite HCM to help HR, Finance, and operational business leaders make decisions that create quantifiable value for their companies. Trusted by more than 6,200 customers globally, the modern Dayforce platform simplifies complex HR and operational processes by combining HR, payroll, benefits, workforce management, and talent management. The Dayforce platform’s unique single system for all HCM solutions enables advanced insights and predictive analytics.

“Alxemy’s partnership with Dayforce allows us to combine world-class HCM technology with deep knowledge of New Zealand legislation, organisational requirements, and years of experience in delivering successful enterprise Payroll, workforce management, and HCM projects to transform our clients’ HCM technology stack and support growth, automation, simplification, and deliver an exceptional end user experience to their employees” said Stephan Blumenberg, Director and Principal Consultant at Alxemy.

Dayforce’s collaboration with Alxemy is part of the Dayforce Partner Network, where businesses can access holistic services to help modernise their HCM processes. System integrator partners combine their Dayforce expertise with deep advisory services to provide expert guidance on organisational, functional, and process development at the industry, regional, or global level.

“Organisations around the world are facing a growing complexity crisis, driven by evolving employee expectations and a dynamic compliance landscape. We look forward to partnering with Alxemy to deliver quantifiable value and world-class experiences to organisations in New Zealand through our industry leading Dayforce platform,” said Brian Donn, Head of Revenue, Asia-Pacific Japan at Dayforce.

Blumenberg goes on to say, “Alxemy believes that, by forming this strategic partnership, we will be able to deliver exceptional value to our clients and help them make better business decisions that will result in an optimised workforce, employee attraction and retention, and insights to rich and vital data across business units and geographies that ultimately save time and money.”

Public Holidays and Mondayisation

Public Holidays and Mondayisation

Please note, this is an overview only, based on practical experience in dealing with these matters on a daily basis. We describe only the minimum requirements outlined by the Holidays Act 2003. Companies may go over and above, or have collective agreements that provide specific additional entitlements for public holidays. We are not lawyers and this post should not be seen as legal advice

New Zealand has 11 official public holidays until 2021. Following that, an additional public holiday comes into effect (Matariki)

The 10 fixed (11 from 2022) days are:

  • 1 January (New Year’s Day)
  • 2 January (Day after New Year’s Day)
  • 6 February (Waitangi Day)
  • Good Friday
  • Easter Monday
  • 25 April (ANZAC Day)
  • Queen’s Birthday
  • Matariki (from 2022) – falls on 24 June in 2022 and will change year on year
  • Labour Day
  • 25 December (Christmas Day)
  • 26 December (Boxing Day)

In addition to these fixed days are regional public holidays (Anniversaries). This is a single day, which is recognized on a different day across each of New Zealand’s regions.

Anniversary days are generally observed in their respective region on the Monday closest to their official date, except for Canterbury and Hawke’s Bay, which fall on a Friday. However, this does vary year on year. The Anniversary days in each province for 2022 are:

  • Auckland – 31 January
  • Taranaki – 14 March
  • Hawke’s Bay – 21 October
  • Wellington – 24 January
  • Marlborough – 31 October
  • Nelson – 31 January
  • Canterbury – 11 November
  • Canterbury (south) – 26 September
  • Westland – 28 November
  • Otago – 21 March
  • Southland – 19 April
  • Chatham Islands – 28 November

Otherwise Working Day

The first step is to determine whether the day would have been an otherwise working day for the employee in question. All calculations following that, rely on this to be known.

From Otherwise working day » Employment New Zealand

“In many cases it is easy to work out whether or not an employee would otherwise have worked on the day in question because the working pattern or roster is constant, and the employer and employee can easily agree about whether the employee would otherwise have worked that day.”

Unclear whether a day is an otherwise working day

If it is unclear whether the day is an otherwise working day for an employee, the things that the employee and employer must consider in trying to reach agreement include:

  • what the employment agreement says
  • the employee’s usual work patterns
  • any other relevant factors such as:
    • if the employee works for the employer only when work is available
    • the employer’s rosters or other similar systems
    • the reasonable expectations of the employer and employee as to whether the employee would have worked on that day
  • if the employee would normally have worked if it were not a holiday (public or alternative) or if the employee were not on leave (sick or bereavement)

The employer and employee must consider all these factors when trying to reach agreement, e.g., the employer cannot just rely on one and then conclude that the day is not an otherwise working day.

Working out whether the day is an otherwise working day is a practical task, and each situation needs to be considered based on the employee’s specific situation and work pattern.

If the day falls during a closedown period, the above factors need to be considered as if the closedown period weren’t in effect.

Entitlements for Public Holidays in New Zealand

Entitlements for Public Holidays are covered in the Holidays Act 2003, sections 46 to 50.

When an employee does not work

If the day would otherwise have been a working day, then the employee should be paid at Relevant Daily Pay or Average Daily pay for the day in question.

If the day would not otherwise have been a working day, then the employee has no entitlement.

When an employee works

If the day would otherwise have been a working day, then the employee is entitled to:

  • be paid at their Relevant Daily Pay or Average Daily Pay rate for the hours worked on the public holiday at T1.5
    • We believe that “Average Daily Pay” in this instance is not being correctly referred to in the Holidays Act 2003, because it is always possible to determine what the employee would have earned, because they actually worked on the day
    • Note it is not necessary to multiple already existing penal rates by a further 1.5. For example, if a company already pays T1.5 for working on a Saturday, it is not necessary to pay T1.5 x T1.5 for working that day, if it were a public holiday
  • Receive a full alternative holiday (1 unit / day, regardless of how many hours are worked on the public holiday)

If the day would not otherwise have been a working day, then the employee is entitled to:

  • be paid at their Relevant Daily Pay or Average Daily Pay rate for the hours worked on the public holiday at T1.5
    • We believe that “Average Daily Pay” in this instance is not being correctly referred to in the Holidays Act 2003, because it is always possible to determine what the employee would have earned, because they actually worked on the day
    • Note it is not necessary to multiple already existing penal rates by a further 1.5. For example, if a company already pays T1.5 for working on a Saturday, it is not necessary to pay T1.5 x T1.5 for working that day, if it were a public holiday

Monday & Tuesdayisation

This scenario occurs when a public holiday falls on a weekend (either Saturday or Sunday or both). In this case it becomes necessary to determine whether the actual public holiday (weekend day) should be recognized or whether it should be Monday or Tuesdayised. Tuesdayisation only occurs when both Christmas and both New Year days fall on a Saturday and a Sunday.

In this case it is still just as important to determine whether the day(s) in question is(are) an otherwise working day for the employee.

Simple reference

  • Under no circumstances is it necessary to pay an employee entitlements for the same public holiday twice
  • If an employee’s otherwise working day falls on the Sunday and not the Monday, then Sunday is their public holiday
  • If an employee’s otherwise working day falls on the Monday and not the Sunday, then Monday is their public holiday
  • If both Sunday and Monday are an otherwise working day for the employee, then Sunday is their public holiday
  • If both Christmas and Boxing Day fall on a weekend, then Saturday could be Mondayised and Sunday could be Tuesdayised
  • Whichever day is determined to be their public holiday, should have the normal public holiday entitlements applied as per above

NB: it should not be necessary to make these calculations manually. Any good rostering, time and attendance and award interpretation software should be able to fully automate this process.

Employment New Zealand Flowchart

Below is a flow chart that has been published on the Employment New Zealand Website

Figure 1 – Mondayisation logic Employment NZ